联系我们

论文查询结果	返回搜索

论文编号：	9555
作者编号：	2120152636
上传时间：	2017/12/7 11:19:17
中文题目：	HX冰箱公司员工末位淘汰制问题研究
英文题目：	Research on the elimination system of employees in HX refrigerator company
指导老师：	张立富
中文关键字：	末位淘汰；绩效评价；培训调岗；法律法规；劳动风险
英文关键字：	Elimination；Performance evaluation；Training transfer；Laws and regulations；Labor risk
中文摘要：	随着社会、经济竞争的日益加剧，企业在生存发展中伴随着市场环境的不断变化，需要通过管理手段降低自身的经营成本，来提升在市场中的竞争性。企业在参与市场竞争中，需要进行优胜劣汰，那如何保证企业在竞争中立于不败之地，需要建立企业内部的生态圈，建立内部的竞争环境，通过优胜劣汰进行适度的更换及循环，从而保证内部系统的活力。而“末位淘汰机制”是组织为了达到高绩效而采取的一种手段，最早由美国通用公司率先启用，想通过制度的设置让员工处于不进则退的情景下，从而激发员工的潜在动力，提高组织系统效率了，后逐渐引入到中国企业中来。末位淘汰制度作为一种绩效考核结果的应用，从人力资源角度上又称“强制分类法”。在企业实践中，通过一种科学的绩效设置帮助很多企业提升了整体效率，但不得不承认也存在很多弊端，运用不当会给企业带来很大的损失。本文从末位淘汰制度的现状及问题表现出发，指出末位淘汰问题产生的原因，对问题进行分析并通过对标杆案例的剖析，最终给出改进对策。首先，本文通过第一部分整体介绍了选题的背景和意义，确定了研究的目的和方法，整理出研究思路和论文架构。接着进行了末位淘汰制相关理论的回顾，包括：员工需求激励理论、员工压力理论、鲶鱼效应；其次，本文以HX冰箱公司为研究对象，通过对该公司末位淘汰制度实施的背景与及现状剖析，从分析问题入手，找到公司实施末位淘汰制存在的问题；再次，通过对标杆案例的分析，全面、客观的阐述末位淘汰制的改进方向；最后，从目前存在的各问题入手，以法律法规为依据，通过完善的考评机制、规范的工作流程、加强法律法规的学习及培训等手段来建立起一套规范且合法、完善且人性化的处理流程，以规避和降低末位淘汰员工被动离职的劳动风险。
英文摘要：	With the increasing social and economic competition, enterprises in the survival and development with the continuous changes in market conditions, in order to reduce their own operating costs through management tools to enhance the competitiveness in the market. Enterprises in the market competition, the need for the survival of the fittest, how to ensure that enterprises in the competition in an invincible position, the need to establish an ecosystem within the enterprise, the establishment of an internal competitive environment, through the survival of the fittest to carry out the appropriate replacement and circulation, thus ensuring internal System vitality. The "last resort mechanism" is an organization to achieve high performance and take a means, the first by the United States GM took the lead to enable, want to set the system through the system to allow employees to stay in or out of the scene, thereby stimulating the potential motivation of employees , Improve the efficiency of the organization system, and gradually introduced to Chinese enterprises. As the result of a performance appraisal, the system of the last phase elimination is also called "compulsory classification" from the perspective of human resources. In the practice of enterprises, many enterprises help to enhance the overall efficiency through a scientific performance setting, but have to admit that there are many drawbacks. If they are not properly used, they will bring great losses to the enterprises. Based on the status quo of the elimination system of the last place and the performance of the problems, this paper points out the causes of the elimination of the last place, analyzes the problems and finally analyzes the problems of the benchmarking. First of all, the first part introduces the background and significance of the selected topic as a whole, confirms the purpose and method of the research, and organizes the research ideas and thesis structure. Then, the dissertation reviews the related theories of the elimination system of the last place, including: employee demand motivation theory, employee stress theory, catfish effect; Secondly, this thesis take HX refrigerator company as the research object, through the analysis of the background and current situation of the implementation of the company's last phase elimination system, starting from the analysis of the problem to find out the problems existing in the implementation of the last phase elimination system; Thirdly, through the analysis of the benchmarking cases, it comprehensively and objectively expounds the improvement direction of the elimination system of the last place; Finally, starting from the existing problems, based on the laws and regulations, we establish a set of norms and legal, perfect and humanized measures through perfect evaluation mechanism, standard work flow, strengthening laws and regulations learning and training Process, in order to avoid and reduce the last phase eliminated the labor risk of passive leave.
查看全文：	预览  下载(下载需要进行登录)